The main objective of this case study is to find out the possible influential antecedents of job satisfaction among employees of the Bhutan Narcotics Control Agency. Bhutan Narcotics Control Agency (BNCA) is the royal government's nodal agency for all matters related to narcotics, psychotropic substances, substance abuse and tobacco control programs.
Divisions under Bhutan Narcotics Control Agency
- Supply Reduction Division (SRD)
- Demand Reduction Division
- Tobacco Control Office
- Administrative/HR Division
- ICT and Research Division
It functions under the auspices of the Narcotics and Tobacco Control Board (NCB/TCB). The Bhutan Narcotics Control Agency (BNCA) acts as the secretariat of the Narcotics Control Board (NCB) and properly administers and enforces the delivery of the Narcotic Drugs, Psychotropic Substances Act 2005. Develop, implement and monitor the Tobacco Control activities in coordination with relevant agencies and individuals under the guidance by the board of directors.
Statement of the Problem and Research Objectives
Research questions: What are the factors that affect job satisfaction among the Officials at Bhutan Narcotics Control agency?
LITERATURE REVIEW
Employee Job Satisfaction
It was concluded that female employees had a lower level of job satisfaction than male employees (Reed, Kratchnam, Strawser, 1994; Pupuangpairot, 1997 cited in Muthakarn, 2000). The level of job satisfaction was reported as 3.86 on the 5-point Likert scale (Kaarna, 2004) supports the statement.
Motivation Theories
Intrinsic Motivation
Extrinsic Motivation
Maslow’s Hierarchy of Need Theory
All these facilities must be provided to ensure that employees feel happy and satisfied while performing their duties without hesitation and doubt. Company culture should be the driving force to bring them all together as family members. A study conducted by Chang-Hun Lee (2011), on the topic of “Factors Influencing Strategic Commitment to Community-Oriented Policing (COP) among South Korean Police Officers” to explore the relationship between organizational commitment and organizational behavior, which contains limitations. such as mixed levels of measurement and lack of empirical research in different social contexts.
It also explored individual demographic, personal, departmental, and community characteristics as factors influencing officers' level of commitment to the strategy. Research designed using measures of individual, department, and community attitudes developed by the Michigan Regional Community Policing Institute, the current study was collected from data from 206 randomly selected South Korean police officers who were designated as Community Oriented Policing (COP) officers. or those who were then under the COP. The variable was measured with three items: “I am committed to the idea of COP,” “I think we should increase the emphasis on COP,” and “I consider myself a COP official.” The response options for each item were “(1) strongly disagree , (2) disagree, (3) neutral, (4) agree, (5) strongly agree".
Data analysis was performed as a stepwise regression and the result showed that creativity was significantly positively related to community ownership but not to job satisfaction, while job satisfaction was significantly related to community ownership in a positive direction. A significant negative correlation between rank and career length indicated that senior officers have shorter police careers compared to junior officers. There was a significant negative relationship between community ownership and department location (city), indicating that officers who were in an urban community had higher levels of community ownership.
ERG motivation theory Alderfer
Demographic variables included rank, educational level, major studied during college/university education, career length, and COP training opportunity. Existence needs: According to ERG theory, all external material and physiological (food, shelter, water, air, clothing, safety, physical love and affection) needs can be grouped into "Existence needs". Relatedness needs: Building strong relationships with family, friends, co-workers and employers helps to achieve long-term high self-esteem from the community in general.
It can also support getting recognition from the peers and family who can buy security from the family or team members through bonding. Growth needs: The favorable and good working conditions with a lot of freedom to decide and show your creativity/innovation, support to achieve high level of self-realization.
Motivation-Hygiene Theory
And according to George Halkos Dimitrios Bousinakis, (2010), the effect of stress and satisfaction on productivity confirmed that increased stress leads to reduced productivity and satisfaction leads to increased productivity.
Environmental Antecedents of Job Satisfaction
Note: The range is represented by the horizontal axis of the graph; Job satisfaction is on the vertical axis. As might be expected, wage levels correlate more strongly with wage satisfaction than global job satisfaction. It was concluded that “opinion count” in communication mediates the other effects in team communication on job satisfaction.
Insufficient employee participation in decision-making, on the other hand, leads to low levels of employee job satisfaction and employee engagement." It was found that there are significant and reliable group differences in job satisfaction within the banking sector. Testa (1999), “the role of stakeholder satisfaction with organizational vision and variables that may be helpful in improving service quality (i.e. job satisfaction and service effort).
However, formal teams, positive attitude towards conflicts, effective resolution and "opinion score" of members positively influence job satisfaction of members. Therefore, it was concluded that "opinion scoring" in communication mediates the other effects in team communication for job satisfaction. Job satisfaction was found to partially mediate the relationship between time demands of work and turnover intention (Vathsala Wickramasinghe, 2010).
Propositions
Employer-required work engagement erodes employee satisfaction and happiness in the long run. The nature of work at BNCA is to control narcotic drugs and tobacco products that lead to low employee satisfaction. Due to limited employees working in BNCA as enforcement officers; employees feel overwhelmed with work.
The Bhutanese culture may be another obstacle to implementing the Narcotic Drugs and Tobacco Control Laws for the benefit of the Bhutanese society. The leadership style in BNCA is another problem that demotivates the employees with limited support and effectiveness. In the government agencies, the compensation is very low compared to the corporate world which can make them dissatisfied in the long run.
Bhutanese bureaucracy is another bottleneck in obtaining support and immediate official approvals leading to poor job satisfaction and demotivation. The career progression in the government sector is not so fast, but lags for many years to earn single promotion and many formalities to fulfill, leading to poor job satisfaction.
RESEARCH METHODOLOGY
Research Design
Also, there is no need to control what is happening, and the research is aimed at studying the current situation. From Yin's point of view, a case study is considered to be more than just an interview; instead, it collects multiple sources to obtain evidence. The data that has been examined will be specifically interpreted in the context that the researcher would like to have.
As a result of this approach, what is being studied can be easily found using only quantitative evidence. However, Yin (1984) discussed that there are some concerns to keep in mind about the case study strategy. With a learning objective, the case can be adjusted to effectively highlight a specific point.
On the other hand, all results from case study to research must be reported as it was investigated.
Sample Selection
Interview Questions
FINDINGS AND DISCUSSION
Employees feel more satisfied and happy working in the agency because of their positive thinking about work. This is one of the shortcomings of the Bhutanese culture in the implementation of drug laws and the rehabilitation process, which ultimately has a negative impact on employee job satisfaction. On the other hand, some interviewees believe that Bhutanese culture strongly supports the implementation of drug and tobacco laws based on religious faith and trust.
The researcher felt that good leadership is one of the most critical factors to make agency and attractive office happy to join the civil service. One of the interviewees said that leader should take risk while performing their duty in the interest of Nation instead of playing the safe game. He treats; we are under his super control and decision.” The researcher as one of the employees felt supported what I assumed in the hypothesis and the poor leaders are the gateway to ruining the whole agency by demotivating employees over time and turning them into disengaged employees.
One interviewee said: “National figures such as ministers and secretaries should visit rehabilitation facilities and provide moral support to those boys who become sober after a course of rehabilitation at a treatment centre. Therefore, the researcher found that the career path in government agencies is very simplified by creating a very favorable working atmosphere. Job satisfaction was a long-term driver of commitment to work in a government agency.
Bhutanese culture proved to be an obstacle to the implementation of drug and tobacco laws. And I would also like to recommend that the RCSC retain the top minds in the civil service.
RECOMMENDATIONS
Recommendations
Research Limitations
Fakhar Shahzad, (2014), “Impact of Organizational Culture on Employee Job Performance”, International Journal of Commerce and Management, Vol. George Halkos Dimitrios Bousinakis, (2010), "The effect of stress and satisfaction on productivity", International Journal of Productivity and Performance Management, Vol. Oyedele, (2010), "Sustaining architects' & Engineers motivation in design firms", Engineering, Construction and Architectural Management, Vol.17 Iss.
Tariq Malik, (2013), “Positive Effects of Opinion Count on Team Member Satisfaction in Business Firms”, Journal of Communication. Meleshko Sevag Kulbasia Participation in decision making: a case study of job satisfaction and commitment (part one), Industrial and Commercial Training, Vol.45 Iss p.222-229. Titus Oshagbemi, (1999), (Academics and Managers: A Comparative Study of Job Satisfaction”, Personal Review, Vol.28 Iss ½ p.
Bangcheng Liu Ningyu Tang Xiaomei Zhu, (2008), (Civil Service Motivation and Job Satisfaction in China”, International Journal of Manpower, Vol. Spiros Gounaris Achilleas Boukis, (2013), “The Role of Employee Job Satisfaction in Enhancing Customer Repurchase Intentions”, Journal of Services Marketing , Vol. Tariq Malik, (2013), “Positive Effects of Opinion Scoring on Job Satisfaction of Team Members in Business Enterprises”, Journal of Communication.
